Pengaruh Islamic Human Capital  dan Pengembangan Karir terhadap Kinerja Karyawan Bank Syariah

Ningsih, Rahayu; Asyari, Asyari; Izmuddin, Iiz

doi:10.30983/es.v4i2.3490

Cited by 5 publications

(6 citation statements)

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“…The research result confirmed that career development did not show a positive effect on performance. This finding support previous research by Kaseger et al (2017), Shaputra and Hendriani (2015), Wirotomo and Pasaribu (2015), and (Ningsih et al, 2020).…”

Section: The Impact Of Career Development On Performancesupporting

confidence: 93%

“…In that study, the promotion policy for employees was more for the supervisor and customer service positions. Coupled with the findings (Ningsih et al, 2020) conducted at one of the Islamic banks, bank employees who worked in the field were not in accordance with their educational background, which affected employee performance in their work.…”

Section: The Impact Of Career Development On Performancementioning

confidence: 86%

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Testing the Mediating Role of Career Development in Affecting Intellectual Capital and Organizational Culture on Employee Performance: Evidence of Local Banks in Yogyakarta, Indonesia

Laras¹,

Santana²,

Jatmiko³

et al. 2021

JAI

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Research aims: This study aims to examine the role of career development in mediating the relationship between intellectual capital and organizational culture on employee performance.Design/Methodology/Approach: This study used a proportional stratified random sampling method with 126 permanent employees of local banks in Yogyakarta, Indonesia, as research respondents. The respondents included Head Office, Main Branch Office, and Senopati Branch Office. The data were collected by distributing a questionnaire, and the secondary data were in the form of data or documents that supported and strengthened the primary information from books, magazines, journals, and other documents. Then, the analytical tool utilized in this study was SEM (Structural Equation Modeling) to test the research hypotheses.Research findings: The results showed that intellectual capital and organizational culture had a positive and significant effect on career development and performance, but career development had no positive and significant effect on performance. Meanwhile, career development could not mediate the effect of intellectual capital and organizational culture on performance.Theoretical contribution/Originality: The study results contribute to the literature (body of knowledge), especially as additional discussion toward theory and literature related to intellectual capital, organizational culture, career development, and performance in local banks, which is still very limited.

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Section: The Impact Of Career Development On Performancesupporting

confidence: 93%

Section: The Impact Of Career Development On Performancementioning

confidence: 86%

Testing the Mediating Role of Career Development in Affecting Intellectual Capital and Organizational Culture on Employee Performance: Evidence of Local Banks in Yogyakarta, Indonesia

Laras¹,

Santana²,

Jatmiko³

et al. 2021

JAI

View full text Add to dashboard Cite

show abstract

“…Dewasa ini, menurut perkembangan terakhir karyawan tidak dipandang sebagai sumber daya semata, namun sebagai ekuitas bagi Lembaga maupun organisasi. Di sini sumber daya manusia tidak hanya sebuah aset vital, namun harta yang bernilai serta bisa dilipat gandakan, dapat diperluas serta juga bukan sebaliknya, sebagai beban maupun pengeluaran (Ningsih, 2020). Tantangan dari perspektif pengelolaan sumber daya Syariah ialah pada 2025 diperlukan strategi yang matang untuk mencapai tujuan BSI.…”

Section: Pendahuluanunclassified

Strategi Islamic Human Capital Management Dalam Peningkatan Kinerja Pegawai Bank Syariah Indonesia

2023

jpek

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Existence of Bank Syariah Indonesia, which is supported by skilled human resources, indicates significant growth in sharia banking. The purpose of this study is to ascertain the degree to which the Islamic human capital management approach enhances the productivity of Bank Syariah Indonesia personnel at KCP Gajah Mada Medan. The authors of this study employed qualitative research techniques, gathering and organizing descriptive data from sources like voice, information, or images that would then be transformed into presentations of descriptive data. The sort of data used in this study was gathered through a variety of data gathering methods, including interviews and documentation. Interactive Milles & Huberman analysis was used for data analysis. The results of this study show that Bank Syariah Indonesia KCP Gajah Mada Medan in implementing an Islamic-based human resource strategy has implemented it in accordance with Sharia theory, when viewed from the employee selection process there is no longer an element of fraud, acts of tyranny and intimidation and training as well as development is very influential to improve employee performance at Bank Syariah Indonesia KCP Gajah

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“…Trainer melakukan penilaian post test untuk merefresh lagi materi yang sudah disampaikan oleh Trainer dan karyawan yang belum lulus pelatihan akan dilakukan pelatihan kembali. Keberhasilan pelatihan ini juga dapat dinilai dari pencapaian target kerja karyawan, sikap kepribadian, kedisiplinan dan peningkatan kinerja karyawan setelah pelaksanaan pelatihan (Ningsih, 2019;Timbowo et al, 2016).…”

Section: Implementasi Pelatihan Karyawan Pada Masa Pandemi Covid-19unclassified

Implementasi Pelatihan dan Pengembangan Karyawan Bank Sumut KCP Deli Tua dalam Meningkatkan Kinerja Karyawan pada Masa Pandemi Covid-19

Nababan,

Siregar

2022

JOSR

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The Pandemic Covid-19 had a bad influence on the performance of employees at Bank Sumut KCP Deli Tua. The COVID-19 pandemic has resulted in a decrease in employee performance, resulting in a decrease in the achievement of work targets. Bank Sumut KCP Deli Tua improves employee performance through training and employee development to stay productive during the pandemic Covid-19. This study aims to find out the implementation of training and development of Bank Sumut KCP Deli Tua employees during the pandemic Covid19. This study will also examine whether the implementation of employee training and development conducted by Bank Sumut KCP Deli Tua has been effective in improving employee performance during the pandemic Covid-19. This research uses a descriptive method with a qualitative approach, namely by describing events or facts contained in the object of research by conducting interviews and documentation, then analyzing the data obtained from the research location and comparing it with theory. Based on the results of the study, it can be concluded that Bank Sumut KCP Deli Tua conducted employee training during the pandemic Covid-19 using direct work practices, online training, and simulation methods. Bank Sumut KCP Deli Tua also conducts employee development with education and training methods. The implementation of this training and development has proven to be effective in improving employee performance during the pandemic Covid-19. After participating in training and development, employees work more enthusiastically and employees succeed in achieving the work targets that have been determined.

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Pengaruh Islamic Human Capital dan Pengembangan Karir terhadap Kinerja Karyawan Bank Syariah

Cited by 5 publications

References 0 publications

Testing the Mediating Role of Career Development in Affecting Intellectual Capital and Organizational Culture on Employee Performance: Evidence of Local Banks in Yogyakarta, Indonesia

Testing the Mediating Role of Career Development in Affecting Intellectual Capital and Organizational Culture on Employee Performance: Evidence of Local Banks in Yogyakarta, Indonesia

Strategi Islamic Human Capital Management Dalam Peningkatan Kinerja Pegawai Bank Syariah Indonesia

Implementasi Pelatihan dan Pengembangan Karyawan Bank Sumut KCP Deli Tua dalam Meningkatkan Kinerja Karyawan pada Masa Pandemi Covid-19

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